Pay transparency laws: where job posts must show pay (November 2026)

Updated November 10, 2026 · By JobsWithPay

As of November 10, 2026, 14 US states and the District of Columbia require a pay range in job posts: Colorado, California, Washington, New York, Hawaii, District of Columbia, Maryland, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Virginia, Maine and Connecticut. Delaware starts on September 26, 2027. New York City and Cleveland also have their own rules. In Canada, British Columbia, Ontario, New Brunswick and Prince Edward Island require pay in job posts. The EU set June 7, 2026 as the deadline for its member countries; 7 have a law in force. On JobsWithPay, 62% of open tech jobs in states with a law show pay, and 33% in states without one.

US states and DC

Place	Status	Start	Which employers	What the post must show	Remote jobs
Colorado	in effect	January 1, 2021	Employers with 1 or more employees in Colorado	Pay or a pay range, a general description of bonuses, commissions and benefits, and how and when to apply	Covered, even if the post says that Colorado residents cannot apply
California	in effect	January 1, 2023	Employers with 15 or more employees	A good faith pay scale (salary or hourly range)	Covered if the job can be filled in California, in person or remotely
Washington	in effect	January 1, 2023	Employers with 15 or more employees that do business in Washington	A wage scale or salary range, and a general description of benefits and other pay	Covered if a person in Washington can fill the job, also remotely
New York (state)	in effect	September 17, 2023	Employers with 4 or more employees, and recruiters	A good faith pay range (minimum and maximum) and the job description if one exists	Covered for jobs that report to a supervisor, office or work site in New York
Hawaii	in effect	January 1, 2024	Employers with 50 or more employees	An hourly rate or salary range that shows the expected pay	Not stated
District of Columbia	in effect	June 30, 2024	Employers with 1 or more employees in DC	The minimum and maximum projected salary or hourly pay	Not stated
Maryland	in effect	October 1, 2024	Employers of all sizes	A wage range, a general description of benefits, and other pay such as bonuses or stock	Covered for remote jobs that look for workers in Maryland
Illinois	in effect	January 1, 2025	Employers with 15 or more employees	A pay scale and a general description of benefits and other pay	Covered for jobs that report to an office, site or supervisor in Illinois
Minnesota	in effect	January 1, 2025	Employers with 30 or more employees in Minnesota	A good faith starting salary range or fixed rate, and a general description of benefits	Not stated
New Jersey	in effect	June 1, 2025	Employers with 10 or more employees	An hourly wage or salary or a range, and a general description of benefits and other pay	Covered for remote jobs that people in New Jersey can do
Vermont	in effect	July 1, 2025	Employers with 5 or more employees	A good faith pay range (minimum and maximum)	Covered for remote jobs that work mostly for an office in Vermont
Massachusetts	in effect	October 29, 2025	Employers with 25 or more employees in Massachusetts	A good faith annual salary or hourly wage range	Covered when the main place of work is Massachusetts, also remotely
Virginia	in effect	July 1, 2026	Employers of all sizes	A good faith wage or salary, or a range, in each public and internal post	Not stated
Maine	in effect	July 29, 2026	Employers with 10 or more employees	The range of pay for the job	Not stated
Connecticut	in effect	October 1, 2026	Employers with 1 or more employees	The wage or wage range and a general description of benefits	Covered for jobs that report to a supervisor, office or work site in Connecticut
Delaware	starts later	September 26, 2027	Employers with 26 or more employees	A pay range and a general description of benefits and other pay	Covered for US remote jobs of employers based in Delaware

US cities and counties

Place	Status	Start	Which employers	What the post must show	Remote jobs
New York City	in effect	November 1, 2022	Employers with 4 or more employees, 1 of them in New York City	A good faith minimum and maximum salary or hourly wage	Covered
Ithaca, New York	in effect	September 1, 2022	Employers with 4 or more employees whose work location is in Ithaca	A good faith minimum and maximum pay	Not stated
Westchester County, New York	in effect	November 6, 2022	Employers of all sizes	A good faith minimum and maximum salary	Covered
Albany County, New York	in effect	—	Employers (size not stated)	A good faith minimum and maximum salary or hourly wage	Not stated
Jersey City, New Jersey	in effect	—	Employers based in Jersey City with 5 or more people there	The minimum and maximum salary or hourly wage, and benefits	Not stated
Cleveland, Ohio	in effect	October 27, 2025	Employers with 15 or more people in Cleveland	A salary range or scale	Not stated
Columbus, Ohio	starts later	January 1, 2027	Employers with 15 or more people in Columbus	A reasonable salary range or scale	Not stated

Canada

Place	Status	Start	Which employers	What the post must show	Remote jobs
British Columbia	in effect	November 1, 2023	Provincially regulated employers of all sizes	The expected wage or a range with a lower and upper limit	Covered if a person who lives in BC can fill the job, also remotely
Ontario	in effect	January 1, 2026	Employers with 25 or more employees	Expected pay or a range no wider than $50,000 (not required above $200,000 a year); also say if AI screens applicants	Only for work done in Ontario
New Brunswick	in effect	June 12, 2026	Employers of all sizes	The expected wage or salary, or a range	Not stated
Prince Edward Island	in effect	June 30, 2026	Employers of all sizes that advertise a job to the public	The expected pay or a range (the rule started in 2022; a new Act took it over on June 30, 2026)	Not stated
Newfoundland and Labrador	not in effect	—	—	The law passed in 2022, but its pay posting sections never started	Not stated

Europe

Place	Status	Start	Which employers	What the post must show	Remote jobs
European Union (Directive 2023/970)	in effect	June 7, 2026	Employers of all sizes, through each country's own law	Applicants get the starting pay or range before the interview, for example in the job ad; employers cannot ask about pay history. June 7, 2026 was the deadline for national laws	Not stated
Italy	in effect	June 7, 2026	Public and private employers	The starting pay or range in the job ad	Not stated
Slovakia	in effect	June 7, 2026	All employers	The starting pay or range before the interview; a job ad with it is enough	Not stated
Lithuania	in effect	June 7, 2026	All employers	The basic pay or range in the job ad	Not stated
Greece	in effect	November 1, 2026	Public and private employers	The starting pay or range before the interview, for example in job ads	Not stated
Poland	in effect	December 24, 2025	All employers	The pay or range in the job ad, or before the interview	Not stated
Estonia	in effect	July 13, 2026	All employers	The pay or range, especially in the job ad, before the interview	Not stated
Malta	in effect	—	Public and private employers	The starting pay or range before the end of hiring (not required in the ad itself)	Not stated
United Kingdom	not in effect	—	—	No law yet. On November 5, 2026, the government said that it will make a "say what you pay" law	Not stated

How many tech jobs show pay, by state

Open tech jobs on JobsWithPay in each US state with 100 or more jobs. States with a pay law in force are marked.

State	Pay law	Open tech jobs	Show pay	Median posted base range
California	Yes	18,037	60%	$166K–$230K
New York	Yes	7,172	74%	$175K–$235K
Washington	Yes	4,437	38%	$170K–$240K
Texas	No	4,027	29%	$150K–$206K
Virginia	Yes	3,090	71%	$149K–$200K
Massachusetts	Yes	2,265	69%	$150K–$210K
Colorado	Yes	1,429	72%	$135K–$186K
Illinois	Yes	1,408	68%	$145K–$188K
Maryland	Yes	1,119	63%	$130K–$190K
District of Columbia	Yes	910	77%	$139K–$200K
Georgia	No	760	44%	$138K–$192K
North Carolina	No	742	29%	$120K–$170K
Florida	No	731	45%	$120K–$182K
Pennsylvania	No	613	52%	$150K–$216K
New Jersey	Yes	602	40%	$138K–$200K
Michigan	No	546	36%	$140K–$190K
Arizona	No	534	38%	$135K–$208K
Ohio	No	510	36%	$122K–$170K
Oregon	No	438	13%	$126K–$180K
Tennessee	No	424	14%	$113K–$189K
Indiana	No	389	12%	$110K–$160K
Utah	No	260	44%	$137K–$179K
Alabama	No	227	41%	$118K–$187K
Missouri	No	206	24%	$133K–$175K
Minnesota	Yes	196	57%	$110K–$154K
Connecticut	Yes	172	65%	$127K–$218K
Delaware	No	155	36%	$165K–$201K
Nevada	No	152	59%	$149K–$199K
Wisconsin	No	102	38%	$108K–$159K

How we checked

On November 10, 2026, we read each law in an official source: the statute, the legislature, the labor department or the official gazette. We list a place only if its law requires pay in job posts or before the interview. Cincinnati and Toledo require pay only when an applicant asks after an offer, so they are not in the tables. This page is not legal advice.

The job numbers come from the JobsWithPay database: open tech jobs that we read from company job boards and check every day. A job with places in several states counts in each state. “Show pay” means that we found a posted pay range. Some large employers post pay in a format that we do not read yet; for them, the share here is lower than the real share.

Questions

Which states require salary ranges in job postings?

Colorado, California, Washington, New York, Hawaii, District of Columbia, Maryland, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Virginia, Maine and Connecticut. Delaware starts on September 26, 2027. Some cities and counties, for example New York City, Jersey City, Westchester County and Cleveland, have their own rules.

Which pay transparency laws started in 2026?

Ontario (January 1), New Brunswick (June 12), Virginia (July 1), Maine (July 29) and Connecticut (October 1). In Europe, Italy, Slovakia, Lithuania, Estonia and Greece started laws under the EU directive, and Prince Edward Island moved its rule into a new Act.

Do pay transparency laws cover remote jobs?

Often yes. Colorado, California, Washington, New York, Illinois, Maryland, New Jersey, Vermont, Massachusetts and Connecticut say that the law covers remote jobs that a person in the state can do, or that report to an office in the state. Check the official source for each place.

Does the UK require salary in job ads?

No, not on November 10, 2026. On November 5, 2026, the UK government said that it will make a "say what you pay" law. There is no bill or start date yet.

Do pay transparency laws work?

In our data, yes. On JobsWithPay, 62% of 40,837 open tech jobs in US states with a law show pay, and 33% of 10,816 jobs in states without one.